‘It’s not more meetings. It’s not more KPIs. It’s TRUST.’
Let’s talk about the elephant in every boardroom, every team huddle, every 1:1 – the thing we all want but rarely experience fully: Trust.
Trust is the heartbeat of every high-performing team. And yet, so many leaders overlook it, misunderstand it, or worse – assume it’s there just because no one is complaining.
But here’s the hard truth:
- Just because people are silent doesn’t mean they trust you.
- Just because tasks are getting ticked off doesn’t mean they’re engaged.
- Just because performance is “fine” doesn’t mean your team feels safe.
What Trust Really Looks Like in a Team
Trust is the invisible thread that ties together collaboration, accountability, conflict resolution and innovation. It’s not built by saying the right words – it’s built by how you behave when things get hard, when things don’t go as planned.
When a team trusts their leader, they:
- Speak up when they disagree
- Ask questions without fear of looking foolish
- Admit mistakes
- Take ownership
- Bring ideas without needing a guarantee it’ll be safe
When they don’t trust you?
- They stay silent
- They play it safe
- They blame instead of take responsibility
- They avoid accountability
This is the difference between a team that’s surviving… and one that’s thriving.
So, Where Do Leaders Go Wrong?
Most leaders don’t intentionally break trust. They erode it slowly, unconsciously, through what I call behavioural blind spots:
❌ Dismissing input during meetings
❌ Avoiding difficult conversations
❌ Being inconsistent with follow-through
❌ Reacting emotionally to problems
❌ Micromanaging instead of empowering
These aren’t personality flaws. They’re learned behaviours – and the good news…. That means they can be unlearned.
But only if leaders are willing to look in the mirror.
How Can You Build (or Rebuild) Trust?
If you’re a leader who wants to strengthen trust on your team, here are 5 powerful behaviours to start with:
Consistency: Say what you’ll do — and do it, even in the small things.
Transparency: Share context. People trust what they understand.
Accountability: Own your mistakes before expecting others to.
Recognition: Acknowledge effort and contribution.
Safety: Create a culture where people can speak up without fear.
And here’s what NOT to do:
Don’t assume trust is permanent – it’s maintained, not earned once and forgotten.
Don’t overpromise. Under-promise and over-deliver builds stronger trust over time.
A Moment of Reflection
What’s one behaviour you consistently show that builds trust?
And equally important…
What’s one behaviour you might need to shift?
Trust doesn’t just happen. It’s cultivated. It’s the outcome of hundreds of micro-behaviours that say: You matter. I’ve got your back. I’ll show up consistently.
If you’re a leader navigating uncertainty, leading a team through change, or trying to reignite engagement – Start with trust.
Because everything else rests on it.
Let’s open the conversation: What’s one way a leader has built – or broken – your trust? Drop it in the comments 👇
#LeadershipExcellence #TrustInTeams #ShiftcodeModel #BehaviouralIntelligence #PeopleCentredLeadership
The Shiftcode Model: A Practical Framework for Behavioural Change
The Shiftcode Model is what I teach leaders to help them shift from unintentional behaviours to intentional impact.
It begins with 4 core elements every thriving team needs:
- Trust
- Engagement
- Collaboration
- Inspiration
- And the first of these – trust – is the foundation. Without it, the rest can’t thrive.
With the Shiftcode framework, leaders learn to:
- Identify blind spots
- Build emotional resilience
- Lead with authenticity
- Align their actions with purpose
- This isn’t theory. It’s behavioural transformation in action
